1. Changing orga- Transform the culture nizational systems and procedures BEST describes which of the following embedding mechanisms, which serve as the conscious and subconscious ways of forming organization culture?
2. In an article by Cost of absenteeism
Chaplain Kenneth R. Williams, he us...
Study online at https://quizlet.com/_cy8tmm
1. Changing orga- Transform the culture nizational systems and
procedures BEST describes which of the following embedding
mechanisms, which serve as the conscious and subconscious ways
of forming organization culture?
2. In an article by Cost of absenteeism
Chaplain
Kenneth R.
Williams, he
used a formulaic
model to
calculate the
approximate
monetary costs
of toxic behavior
in an
organization.
The formula
calculated costs
for worrying,
physical and
mental health,
absenteeism,
avoidance, and
conversations
with co-workers.
Which of the five
effects of toxic
leadership
measured
caused the
LEAST financial
impact for the
organization?
3. Treating each in- Respectful engagement dividual with dignity and
fairness, with the operational premise that you treat others in concert
, LDR - 302S Organizational Culture
Study online at https://quizlet.com/_cy8tmm
with the way you would like to be treated BEST defines which of the
following?
4. Toxicity pattern of combined, counterproductive behaviors encompassing
not only harmful leadership but also abusive supervision, bullying, and
workplace incivility, involving leaders, peers, and direct reports as offenders,
incorporating six specific behaviors (see table):
Toxic personnel are experts in managing upward,
simultaneously giving the appearance of high
performance to their supervisors while abusing others to
get ahead; most toxic behavior is passive and "under the
radar."
5. Toxic Personnel
highly competent, dedicated to task accomplishment,
possess skills or expertise needed by the organization,
and at least appear to be productive in the short term.
experts in presenting an image of high performance to
their superiors; they simultaneously create "a trust tax"
that
debits from results
6. Toxic protectors practice a subtle form of quid pro quo, either having a
personal relationship with the toxic person, having a need for power and
, LDR - 302S Organizational Culture
Study online at https://quizlet.com/_cy8tmm
control that the toxic person's actions feed or benefiting from apparent high
performance.
sabotage the organization by ignoring or enabling
behaviors that degrade productivity, morale, trust, and
cohesion
7. Toxic Behavior - Humiliation, sarcasm, put-downs, jabs, blaming Persis-
Shaming tently pointing out mistakes intending to reduce
another's self-worth Public embarrassment
8. Toxic Behavior - Passive-aggressive behavior redirecting one's anger
Passive Hostility inappropriately on a target person or persons
9. Toxic Behavior - Compliments that veil criticism
Team Sabotage Always getting in the last word (punch)
Resenting Meddling to establish one's personal power base,
requests, resulting in decreased cohesion and performance
deliberate
procrastination, Inconsistency: unclear, constantly changing expectations
and intentional and unpredictable policies, procedures, and behaviors
mistakes to avoid Dysfunctional communication: in order to maintain power
serving others and control, withholding key information, sharing
Complaints of incomplete information, or sharing partial items of
injustice and lack information resulting in each person having incomplete
of appreciation data
10. Toxic Behavior - An apparent lack of regard for the welfare of others,
Indifference especially subordinates
Lack of compassion and empathy
Excluding certain people
Disinterested in the successes and unsympathetic to the
suffering of others
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